Traditional recruitment methods are still deemed to most effective despite social media’s growing influence on how businesses search for employees. At Chrysalis we have found that networking can’t be beat, and a personal approach to recruitment results in finding the right jobs for the best candidates.

Approaching a candidate via telephone or face-to-face allow for a better understanding of the person behind the CV, and a detailed exploration of candidate experience and suitability results in higher satisfaction for the recruiter and the recruited. This ability overshadows finding a potential employee through LinkedIn and communicating through e-mail. Sending 100 LinkedIn requests just doesn’t compare in its success rates than with a traditional approach.

Chrysalis Recruitment strives to find “passive” candidates and offer specific roles that match their interests and experience. This often results in a much tighter fit and a more interested candidate within the interview process. Though companies may wish to recruit their own staff to reduce recruitment costs, less than a 5th of all hiring companies opt for this route.

Companies are keen to engage with a recruitment company they trust and empower them with as much information as possible. Chrysalis Recruitment is dedicated to working alongside businesses to find the right people.

Social media can be a helpful tool in finding that shortlist, but must be used to compliment the core traditional methods of proactive search and selection. A recent study has shown that the majority of HR directors believe that social media platforms are ineffective as a recruitment tool, and the traditional CV will not be replaced with profiles on networking sites such as LinkedIn.

Harriet Sanders, Service Delivery Manager at Chrysalis says:

"It’s impossible to really 'know' someone from a social media profile. If hiring mangers are going to continue paying the hefty fees charged for finding the market’s top talent, then recruiters must strive to add value. A key way to do this is to engage with the candidate market place and build relationships. Finding 10 'potentially brilliant' developers online is easy; interviewing them, qualifying their skills and building the trust needed to entice them to interview is the hard part.

As has always been the case, the best recruiters in the market are those who know their candidates. They may utilise LinkedIn, Facebook and Twitter to highlight possible job seekers for their clients, but once spotted the hard work begins. So the increasing influence of social media on the recruitment industry is no doubt changing the landscape when it comes to the pipeline for a proportion of candidates, but traditional methods of securing people new jobs hasn’t changed – there is no replacing a thorough, capable recruiter to do the nitty gritty of the recruitment process."
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